In terms of collection, there are various methods of obtaining the data that ODs need to know exactly what change the organization needs. Included in this list are questionnaires, interviews, observations and unobtrusive measures. There are also different methods in analyzing the data collected. Qualitative analysis is one, and quantitative is the other. Both methods can be mixed in one analysis which is actually better in terms of getting better results.
After the data collection, the OD then does his intervention which is a sequence of activities, actions and events intended to help the organization improve their performance and effectiveness. For these interventions to be effective, there are 3 factors that they focus on. The first is the extent to which it fits the needs of the organization. The next is the degree to which it is based on causal knowledge if intended outcomes. And the last, is the extent to which it transfers change-management.
In this part of the lesson, I learned that it is essential for an OD to intervene with the organization so that their problems and setbacks may be solved. For the OD to know what to work on, he/she must first research and study what exactly the organization needs so that he/she may know exactly what to do about the organization. Through different methods, the OD will be able to obtain the information that he/she will need about the organization and it will be easier to come up with an intervention plan.
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